Employee referral programs (ERP) are gaining popularity in today’s business recruitment scenario. It is proving to be a very cost effective tool when it comes to recruitment.
Employees are the biggest assets of any organization as they make or break a business.
The success of an employee referral program very strongly depends upon the way that they are executed, most importantly, the way they are communicated to the employees.
There has always been a raging debate on the efficacy of monetary versus non- monetary rewards for an employee referral program as key enablers for employees.
Social media has become ubiquitous; it has invaded our homes and offices, so much so that you might come to know more about a person through his social media presence than by meeting him personally.
What a company just cannot afford to deal with in terms of time as well as financial resources is employee turnover.
The fact that employee referral programs can help solve the talent needs of any organization is a given. The more complex argument relates to how they should be implemented to make them effective.
An employee referral program is essentially using your employee’s connections which may be their relatives, friends or acquaintances for a vacancy in the organization.
Employee referral programs are generally launched with the presumption that employees scan their connections to refer relevant candidates for the job opening
Hiring has traditionally had a more external focus rather than internal, which is why organizations have had to maintain large recruitment teams to comb through virtually millions of resumes on social
